Organization of personnel assessment in organizations
Replenishment date: 25.06.2021
Content: Organization of personnel assessment in organizations.docx (28.31 КБ)
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Description
Tests in the discipline "Organization of personnel assessment in organizations"
Task 1.
1. A purposeful process of establishing the correspondence of the abilities, motivations and other qualitative characteristics of personnel to the requirements of the position or workplace is ...
personnel certification;
business assessment of personnel;
analysis of personnel activities;
control of personnel activities.
2. The main purposes of personnel assessment are NOT:
1. determination of the place of the employee in the organizational structure;
2. development of an employee development program;
3. development of a quality management system;
4. determination of criteria and size of remuneration.
3. Analysis of personnel activities assumes (select the most complete answer):
highlighting the main tasks, results, processes that describe the activities of personnel as fully as possible;
analysis of the contractor's work, highlighting the main tasks, results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
analysis of results, processes, interaction schemes that describe the activities of personnel as fully as possible;
analysis of the contractor's work, highlighting the main tasks, results.
4. The "life cycle" of personnel is ...
1. the main stages of the career of employees in the organization;
2. the most productive stages of personnel activity;
3. the main stages of work with personnel in the organization;
4. the main stages of the existence of personnel in the organization.
5. Part of the production process, in which the subject matter, labor tools and the composition of performers do not change - this is ...
1.working operation;
2. work activities;
3. manufacturing process;
4. business process.
Task 2
1. The job description is:
organizational and personnel document defining the duties, rights and responsibilities of each employee, starting with the deputy heads of the unit;
organizational and personnel document that defines the duties, rights and responsibilities of each employee;
organizational and personnel document that defines the standards for the activities of individual employees;
instruction of an organizational and methodological nature, defining the rules and procedure (algorithm) for performing the functions of a certain official.
2. Working instructions are:
instructions that are used by the employee to carry out their functions;
instructions of an organizational and methodological nature, defining the regulations and procedure (algorithm) for the performance of functions defined by the job description;
instructions defining safety rules;
this is a kind of job descriptions for ordinary employees of the enterprise (performers).
3. Personnel development activities do NOT include:
1.training, retraining and advanced training of personnel;
2. evaluation of candidates for the vacant position;
3. work with the personnel reserve;
4. ranking.
3. job position.
4. The set of techniques, methods, forms and methods of influencing personnel, including the assessment of personnel, in the process of recruiting, using, developing and dismissing in order to obtain the best final results of work is ...
1.personnel appraisal system
2. technology of personnel management;
3. Assessment Center;
4. personnel management system.
5. The requirements of the personnel assessment procedure DO NOT include:
1.systematic;
2. responsibility;
3. predictive value;
4. manufacturability.
Task 3
one . Personnel diagnostics is ...
methodologies built according to a certain scheme (psychological, sociological, etc.), aimed at obtaining certain personal and behavioral reactions;
diagnostics of personnel compliance with job positions;
methods of research of psychological characteristics of personnel;
4. study of personal and behavioral reactions of personnel in specially created situations.
2. Attestation of personnel is ...
the procedure for determining the qualifications of an employee and establishing compliance or non-compliance with the position held;
the procedure for establishing the conformity or inconsistency of the employee's activities with the position;
assessment of qualifications, practical skills, business qualities of an employee and must
Task 1.
1. A purposeful process of establishing the correspondence of the abilities, motivations and other qualitative characteristics of personnel to the requirements of the position or workplace is ...
personnel certification;
business assessment of personnel;
analysis of personnel activities;
control of personnel activities.
2. The main purposes of personnel assessment are NOT:
1. determination of the place of the employee in the organizational structure;
2. development of an employee development program;
3. development of a quality management system;
4. determination of criteria and size of remuneration.
3. Analysis of personnel activities assumes (select the most complete answer):
highlighting the main tasks, results, processes that describe the activities of personnel as fully as possible;
analysis of the contractor's work, highlighting the main tasks, results, processes, interaction schemes that describe the activities of the personnel as fully as possible;
analysis of results, processes, interaction schemes that describe the activities of personnel as fully as possible;
analysis of the contractor's work, highlighting the main tasks, results.
4. The "life cycle" of personnel is ...
1. the main stages of the career of employees in the organization;
2. the most productive stages of personnel activity;
3. the main stages of work with personnel in the organization;
4. the main stages of the existence of personnel in the organization.
5. Part of the production process, in which the subject matter, labor tools and the composition of performers do not change - this is ...
1.working operation;
2. work activities;
3. manufacturing process;
4. business process.
Task 2
1. The job description is:
organizational and personnel document defining the duties, rights and responsibilities of each employee, starting with the deputy heads of the unit;
organizational and personnel document that defines the duties, rights and responsibilities of each employee;
organizational and personnel document that defines the standards for the activities of individual employees;
instruction of an organizational and methodological nature, defining the rules and procedure (algorithm) for performing the functions of a certain official.
2. Working instructions are:
instructions that are used by the employee to carry out their functions;
instructions of an organizational and methodological nature, defining the regulations and procedure (algorithm) for the performance of functions defined by the job description;
instructions defining safety rules;
this is a kind of job descriptions for ordinary employees of the enterprise (performers).
3. Personnel development activities do NOT include:
1.training, retraining and advanced training of personnel;
2. evaluation of candidates for the vacant position;
3. work with the personnel reserve;
4. ranking.
3. job position.
4. The set of techniques, methods, forms and methods of influencing personnel, including the assessment of personnel, in the process of recruiting, using, developing and dismissing in order to obtain the best final results of work is ...
1.personnel appraisal system
2. technology of personnel management;
3. Assessment Center;
4. personnel management system.
5. The requirements of the personnel assessment procedure DO NOT include:
1.systematic;
2. responsibility;
3. predictive value;
4. manufacturability.
Task 3
one . Personnel diagnostics is ...
methodologies built according to a certain scheme (psychological, sociological, etc.), aimed at obtaining certain personal and behavioral reactions;
diagnostics of personnel compliance with job positions;
methods of research of psychological characteristics of personnel;
4. study of personal and behavioral reactions of personnel in specially created situations.
2. Attestation of personnel is ...
the procedure for determining the qualifications of an employee and establishing compliance or non-compliance with the position held;
the procedure for establishing the conformity or inconsistency of the employee's activities with the position;
assessment of qualifications, practical skills, business qualities of an employee and must
Additional Information
3. A systematized oral or written presentation of the most important, distinctive properties and qualities of a person or a team is ..1.psychogram;
2. professiogram;
3. characteristic;
4. certification.
4. A description of the system of signs that characterize a particular profession and including a list of norms and requirements for an employee by this profession or specialty is ...
1. professiogram;
2.psychogram;
3. job description;
4. working instructions.
5. The psychological "portrait" of the profession, represented by a complex of mental qualities of the individual, required for the effective performance of their official duties - this is ...
1. professiogram;
2.psychogram;
3. job description;
4. working instructions.
Task 4
1. Professiogram is:
scientifically based norms and requirements of the profession for the types of professional activity and personality traits of a specialist, which allow him to effectively fulfill the requirements of the profession
description of a working person in a profession
psychological qualities desirable for the effective performance of professional activities, communication, for professional growth
set of subject and social working conditions
2. The totality and structure of mental and psychophysiological characteristics of a person necessary to achieve socially acceptable efficiency in professional work is ...
1. professionally important qualities;
2. professional personality type;
3. professional health;
4. professional suitability.
3. Such personality traits that help a person to quickly learn the chosen profession, quickly adapt to the workplace and effectively perform professional functions are….
1. professionally important qualities;
2. professional personality type;
3. professional health;
4. professional suitability.
4. Representations and beliefs of an employee (or employer) about a set of duties, rights and responsibilities of an employee, as well as interaction with other employees, in relation to a specific social organization and a specific position - this is ...
position;
job description;
work instruction;
official position.
5. Transfer of employees within the company from department to department, from one position to another for the purpose of their motivation, professional development and career growth is ...
1. promotion of personnel: